Employee
Focus Issues | Communication and Response |
|---|---|
| Employee Welfare Measures | To attract and retain top talent, Win Win Precision regularly reviews existing salary levels and evaluates salary adjustment mechanisms based on company profitability. To foster labor-management harmony, strengthen employee loyalty, and provide employee welfare, we not only offer labor and national health insurance but also have an Employee Welfare Committee to promote various employee benefits, including staff trips, outdoor activities, and year-end celebrations. In addition to complying with statutory requirements, we flexibly adjust measures as needed (e.g., flexible working hours for indirect employees). With harmonious labor-management relations, Win Win Precision maintains open communication channels to safeguard the rights and interests of all employees. |
| Retirement system | Since July 1, 2005, with the implementation of the new labor retirement system, Win Win Precision has adopted this system for all employees after consultation. For those under the new labor retirement system, the company contributes 6% of the total monthly salary to each employee's individual pension account in accordance with the "Labor Pension Act," ensuring financial security for their retirement. |
| Education and training | Win Win Precision places people at the core and values the quality of human resource training. We adhere to ISO-related procedures as the basis for execution, aiming to enhance our personnel through effective training processes, thereby creating the greatest benefits for the company. |
| Promote Gender Equality Policy | At Win Win, we continue to promote a friendly workplace and enforce gender equality. With 55.6% of the Board Directors and 42.86% of the executives being female, we hope to enable men and women to make joint decisions and share resources and achievements on an equal footing. We have been promoting a maternity-friendly environment in the workplace, and pregnant women are not required to work night shifts. We also provide miscarriage leave, leave for pregnancy checkups, paternity leave, and family care leave. We also have a lactation room equipped with tables, chairs, refrigerators, and other facilities, ensuring that female employees can feel at ease during all stages, from pregnancy to childbirth to childcare. Aside from maintaining a balance between work and family, we also support the government’s policies on promoting gender equality and facilitating social and economic development. |
| Friendly Workplace Diversity | To help employees balance their careers and family life, Win Win Precision has established a supportive childcare mechanism, allowing employees to care for their families without worrying about losing their jobs. Employees who have worked at Win Win Precision for six months or more may apply for parental leave without pay until their children reach the age of 3, in accordance with the "Gender Equality in Employment Act" and "Unpaid Leave Management Regulations." Upon the completion of parental leave, the company will assist with reassigning the employee to their previous unit and position, providing relevant training courses to ensure a smooth transition back to work. In addition to statutory maternity and paternity leave, the company also provides a childbirth congratulatory bonus of NT$2,600. Win Win Precision aims to create a family-friendly and gender-equal workplace environment. This approach not only fosters a sense of corporate identity and belonging among employees but also helps attract and retain talent, reduces turnover, enhances diversity in the corporate culture, and empowers all employees to fully contribute to a win-win situation. |
| Forced Labor | Our company uses the "Win Win Precision Human Rights Policy" as the highest guiding principle for human rights protection, and we establish related human resources regulations based on its content and legal requirements. To implement the human rights policy and prevent forced labor risks, we have created the "Forced Labor Due Diligence Code" and established a Forced Labor Risk Control Team. This team regularly conducts due diligence on forced labor risks within the company, its subsidiaries, and supply chain. Through the investigation process, we perform risk identification, prevention, mitigation, or relief measures as needed. We also provide regular training on issues related to forced labor and human rights. In accordance with the above Code, we have established a Grievance Mechanism, enabling employees to express grievances or provide feedback through internal complaint procedures. The Risk Control Team investigates and responds to employee complaints or feedback based on principles of accessibility, predictability, equality, transparency, and engagement through dialogue, aiming to establish consistent behavioral standards across the group. This helps effectively control and reduce human rights risks, ensuring the fulfillment of our human rights policy objectives. |
| Occupational Health and Safety | We continue to implement ISO 14001 Environmental Management System and ISO 45001 Occupational Health and Safety Management System and comply with the requirements and user guidelines of environmental health and safety management systems. By doing this, we aim to enable the Company to provide a safe and healthy workplace and prevent work-related injuries and diseases. In addition, we entrust hospitals to conduct general health checkups every year for employees who have been with us for more than one year to follow up their physical health. |
Communication Method and Frequency
Labor-management meeting: Quarterly
Education and training: As needed
Employee Welfare Committee: As needed
Performance interview: Twice a year
Club activities: As needed
Public welfare activities: As needed
Company website: Anytime
Occupational Safety Committee meeting: Once a quarter
Post health checkup and group insurance briefing: Once a year
After the health checkup, on-site medical staff track the health of the employees: 2 hours, 4 times a month
Health seminar: As needed
Annual forced labor training: Once a year
Grievance procedure: As needed
Forced Labor Risk Control Team: Anytime
Communication channels
Internal grievance channel: hra@w-win.com.tw
External grievance channel: audit@w-win.com.tw
Shareholders/Investors
Focus Issues | Communication and Response |
|---|---|
| Financial Performance | 1. Monthly announcement of consolidated revenue according to regulations 2. Report the business performance and direction to shareholders at the shareholders' meeting every year. |
| Corporate Governance | 1. The Company is committed to information disclosure and transparency. Our company website includes an "Investor Area" where information related to the company is disclosed in real-time. 2. Fulfilling the Company's disclosure responsibilities and obligations. 3. Appoints a spokesperson and a deputy spokesperson who are responsible for handling shareholder inquiries. The "Investor Area" on the company website allows shareholders to contact the spokesperson and deputy spokesperson via phone or email. |
Communication Method and Frequency
1. Market Observation Post System (MOPS): Timely
2. Investors section on the Company's website: Timely
3. Shareholders' meeting: Annually
Communication channels
Email of the Spokesperson and deputy spokesperson: IR@w-win.com.tw
Customers
Focus Issues | Communication and Response |
|---|---|
| Customer Service Quality | The company is committed to earning customers' trust through excellent quality, superior product performance, and innovative research and development. |
| Innovative R&D Management | The company values domestic and international sales and brand exposure, expanding its global business and commercial activities by participating in exhibitions worldwide. |
| Information Security | The company website provides contact options, that’s for customers to reach out directly via phone calls or by leaving messages. |
Communication Method and Frequency
Meetings, phone calls, emails, and customer visits: Irregularly
Domestic and foreign exhibitions: Irregularly
Customer consultation section on the Company's website: Anytime
Communication channels
Customer consultation section on the Company's official website: info@w-win.com.tw
Suppliers/third-party suppliers
Focus Issues | Communication and Response |
|---|---|
| Supplier Sustainability Management Compliance with laws and regulations | Suppliers are required to follow relevant regulations on issues such as environmental protection, occupational safety and health, or labor and human rights; comply with laws and regulations related to labor and gender equality in the countries where they operate; and avoid transactions with parties that violate the Company's social responsibility policies. In the event of non-compliance, the use of conflict minerals, or a lack of due diligence that results in adverse human rights impacts, the Company has the right to suspend transactions, reduce procurement, or terminate contracts. We also provide insiders and stakeholders with remedies and a Grievance Mechanism. New suppliers violating the relevant laws and regulations of environmental protection, occupational safety and health, or labor and human rights will be removed from the list of qualified suppliers. |
| Product Quality | In terms of supplier and third-party supplier evaluation, product policies, quality goals, and collaboration progress are communicated and reviewed through face-to-face meetings, phone calls, and emails. |
Communication Method and Frequency
Investors section on the Company's website: Timely
Supplier meetings: As needed
Supplier evaluation: Twice a year (Top20)
Communication channels
External stakeholder grievance Email: audit@w-win.com.tw
Government Agencies/Non-Governmental Organizations NGOs
Focus Issues | Communication and Response |
|---|---|
| Energy Management | In line with the government's latest energy management policy, we implement energy conservation and carbon reduction plans and establish an energy management and monitoring system to keep track of the energy consumption of the entire plant's manufacturing equipment and air conditioning system to further promote energy conservation measures. |
| Waste Management | Properly dispose of waste. |
| Forced Labor | The company has established the "Forced Labor Due Diligence Code of Conduct" to conduct regular due diligence on forced labor risks within the company, its subsidiaries, and its supply chain. Information on the company's policies, code of conduct, and due diligence practices is publicly disclosed on our website to align with international standards, such as the United Nations Guiding Principles on Business and Human Rights and the OECD Guidelines for Multinational Enterprises. Additionally, in line with the grievance mechanism outlined in the above code, the company has set up a stakeholder grievance procedure, providing stakeholders with channels for communication and feedback. A Forced Labor Risk Control Team has been established to investigate and respond to stakeholders' concerns related to forced labor risks. When necessary, the team may submit relevant documents and actions associated with due diligence practices to ensure compliance with the company's human rights policy and international human rights standards. |
Communication Method and Frequency
Seminar competent authorities: As needed
Company website: Anytime
Official documents: Anytime
Grievance Procedures for Stakeholders: As needed
Forced Labor Risk Control Team: Anytime
Communication channels
Internal stakeholder grievance Email: hra@w-win.com.tw
External stakeholder grievance Email: audit@w-win.com.tw